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You are here: Home / Archives for recognition

Five Ways Leaders Can Show Appreciation

November 21, 2018 By Dave Ferguson Leave a Comment

Five Ways Leaders Can Show Appreciation
Image Credit: Shutterstock

 

Those of us who grew up in the sixties and seventies may remember Rosie the Robot on the Jetson’s cartoon series. Or Star Trek, with its magical ability to transport people through space and time, and make food appear out of thin air. Back then, the idea of instant access, talking face-to-face via a TV-like screen, and having a robot do your work seemed like an out-of-this-world impossibility.

Today, most of these are daily occurrences.

We talk with people all over the world at the drop of a hat. Our refrigerator orders food that appears “out of thin air,” delivered by drones. And our appliances do our work, much like Rosie, but without the attitude.

We have come a long way in a few decades.

Or have we?

This automation comes as a two-sided sword. While it may bring convenience and time savings, it also pulls us more and more into a virtual world, where, if we’re not careful, we can lose touch with the reality of people and relationships.

This phenomena is evident in the business world as well.

According to Ranstad research, technology is having an impact in the workplace, with “over half feeling technology makes them feel less connected” and “more than 90% believing that a face-to-face meeting is the best way to interact with someone.”

To leaders, this can present a challenge, unless you realize that, at the core, the needs of people really have not changed. The mechanisms have changed, but the underlying needs are the same. Perhaps the generational gap is not quite as wide as we might think. This is why, when asked how to lead millennials, I say, “You lead them like you lead everyone else.”

The 11 Essential Needs of Employees apply just as much today as they have for centuries.

Despite increased autonomy, humans still have need for feeling valued. Feeling valued comes from having self-respect and being recognized for your contribution to society.

This is why people hang plaques and certificates on the wall, and why they will carry a tattered handwritten thank you note for years…or even decades. Sincere appreciation and recognition are not only “nice to have’s”…they are essential needs.

Leaders, let that register in your mind for a moment.

Your people NEED you to appreciate them and recognize their efforts.

When was the last time you registered more than a cursory “thank you” for a job well done? Do you want to create a team that is loyal to your cause and works well together? You can do this by simply meeting those 11 essential needs of employees, one of which is sincere appreciation for a job well done.

Here are some ways you can provide recognition:

  1. Write a handwritten thank you note.

Be specific in recognizing the individual’s value to your team. What did they do, and what impact did it have? What is different about them that makes them a special part of the team, and what unique gifts and perspectives do they bring to the workplace?

  1. Tell them thank you, and be specific.

This not only underscores what you appreciate, it also reinforces great behavior.

  1. Tell someone else.

Sometimes, the best compliments are indirect ones. “Mr. Smith talked about you in our Executive Team meeting this morning. He said your work on the ABC project was extraordinarily organized, creating efficiencies that saved considerably on the overall project cost.”

This approach has dual effect – it makes the employee feel valued; and it raises the estimation of their value to other leaders as well.

  1. Find a way to reward deeds well done in the workplace.

Employee of the month programs, special amenities, team lunches to honor those who have done well on a project…these things go a long way toward meeting an employee’s need for feeling valued. With these, be sure to look for and reward each person on an individual basis so as not to cause division. These are especially effective for group efforts, as it sends the message that working together well creates rewards for the entire team.

  1. Give each person an opportunity to shine.

As we’ve talked about before, “set your people up for success.” And then, recognize them for their efforts. Your accomplishments as a leader are gratifying; but seeing your team members accomplish great things under your leadership is legacy. And it doesn’t get any better than that.

It is really not so hard after all, is it? Help your people succeed, and then thank them for it.

Take a look around at your team today. Who NEEDS a thank you? Who NEEDS a little recognition for a job well done?


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Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

11 Essential Needs of Employees

June 28, 2017 By Dave Ferguson 2 Comments

11 Essential Needs of Employees

When we look at leadership and its history, some leaders emerge with charisma, strategy, and vision as hallmarks of their style.

These are absolute leadership traits, but a newer trait, called “emotional intelligence,” has found its way into the workplace.

People today have a great sense of independence and a need for empowerment. This means leaders must act in a way that promotes authority and management, while also encouraging participation and empowerment.

An emotionally intelligent leader knows when to exercise authority, when to encourage participation, and when to keep his or her own ideas, feelings, and emotions private.

Emotional intelligence is being in tune with the employee when it comes to their needs and expectations in the workplace.

How do you know what your employees really need?

An easy way to figure out what your employees need is to first look at the dark side and ask, “What drives people away from their jobs?”

Employees leave jobs for five main reasons:

  1. Boredom
  2. Inadequate salary and benefits
  3. Limited opportunities for advancement
  4. Lack of recognition
  5. Unhappy with management and the way they manage

In my experience as a corporate leader and as an executive coach, I have also identified a pattern of employee needs.

These are the 11 Essential Needs of Employees.

  1. Reward – Compensation for the work
  2. Vision – Security in knowing where the company is headed long-term
  3. Resources – Having the right tools and training
  4. Loyalty – Leadership that “has your back” as they expect you to have theirs
  5. Connection – Competent leaders who genuinely care and are supportive of employee success
  6. Teamwork – Having a culture that supports and encourages teamwork
  7. Value – Sincere appreciation and recognition of each employee as an individual
  8. Growth – Programs and paths for growth and career advancement
  9. Self-Development – Opportunities to be coached, challenged and inspired
  10. Strengths – Mapping roles and responsibilities to strengths for ultimate fulfillment of potential
  11. Purpose – Creating opportunities for meaningful contribution to the big-picture goals

In the spirit of emotional intelligence, let’s also take a moment to look at an American psychologist and leading proponent of human psychology, Abraham Maslow. During the period of 1943-1954, Abraham Maslow developed his Hierarchy of Needs motivation theory. It is arguably the most popular and most read motivation theory. His theory suggests that within each person, there is a hierarchy of needs that the individual must satisfy before they move onto the next.

There are five levels in the Hierarchy of Needs.

  1. Physiological – The need for food, shelter, and other elements for basic survival.
  2. Safety – The need to feel safe within your environment. This also refers to emotional and physical safety.
  3. Social – The need for love, friendship, and a sense of belonging.
  4. Esteem – The need for self-respect, status, and recognition from others.
  5. Self-actualization – The need to reach one’s full potential.

The effect of all these variables is summarized in the Emotional Intelligence Matrix below.

It shows how addressing the 11 Essential Needs of Employees can fulfill Maslow’s Hierarchy of Needs in the workplace. Not only does this lower attrition rates; it also has a profound and positive impact on the bottom line.

Traditional leaders may be tempted to brush the idea of emotional intelligence under the proverbial rug, dismissing it as a passing fad. The fact is, emotional intelligence has always been part of the fabric of society. Ignoring it won’t make it go away – but ignoring it may be causing your employees to go away.

Though emotional intelligence may be a bit of an intangible factor for many leaders, the payoff for incorporating it shows up at all levels of the company – from the corner office to the bottom line.

Not only does it lower costs related to attrition, it also translates to bottom line income. An employee whose hierarchal needs are met is a happy employee. And happy employees create happy customers.

As a leader, the payoff for addressing emotional intelligence is exponential.


Dave FergusonDave Ferguson is “The Leaders’ Coach”, an internationally recognized executive leadership coach, speaker, facilitator, and author. Are you interested in talking to Dave about coaching or having Dave speak to inspire and motivate your team? “ASK COACH DAVE” at 704-907-0171 or at Dave@AskCoachDave.com.

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